Varsha Malipatil

Talent Acquisition is responsible for the strategic and operational planning and execution of all recruitment activity within CommBank. My role as a Talent Acquisition Partner (Lead Recruitment relationship Manager) is to support key business areas within the Global Capability Centre in India to attract and retain top talent in the country.

Roles and Responsibilities:

• Manage the end-to-end recruitment process, including coaching hiring managers and advising on the sourcing and selection tactics to hire the best talent into the organization.
• Have Good Exposure in workday.
• Have Experience in Workday and Sidekick tool to rise tickets for issues.
• Worked on contract conversation Roles.
• Usage of the Internal Database., Addressing the Concerns of New Employees, Manage pipelines of talent to meet business talent needs.
• Implemented client feedback mechanisms to refine service delivery.
• Participated in staff meetings to discuss innovative strategies to improve services.
• Built trust with clients through consistent follow-ups and transparent communication.

Promoted as RRM and Working on Technical Recruitment with Commonwealth Bank of Australia (AGS-Client, RPO Module).

• Responsible for building relationships with hiring managers, HR partners, and account’s internal Talent Acquisition team.
• Provide market intelligence to hiring managers to better align their openings with the current market status.
• Monitor and analyse recruitment activity data and its impact on business objectives to accurately forecast volumes.
• End to End Recruiting responsibility, which involves requirement gathering, Sourcing, Screening, Scheduling interviews, salary discussion, on boarding.
• Ability to collaborate, preform intakes, develop a sourcing plan and articulate sourcing objectives to hiring managers.

• Manage the end-to-end recruitment process, including coaching hiring managers and advising on the sourcing and selection tactics to hire the best talent into the organization.
• Usage of the Internal Database.
• Proactively build a pool of talent delivering excellent candidate care
• Initiated feedback loop with clients, leading to improved service offerings and client satisfaction.
• Increased client trust and loyalty by providing consistent, high-quality advice on products and services tailored to their needs.
• Enhanced team productivity by leading weekly strategy meetings focused on client engagement and conflict resolution.

• Enhanced candidate pipeline by utilizing various sourcing strategies, including social media, networking events, and job postings.
• Maintained up-to-date knowledge of industry trends and labor market data to inform recruitment strategies accordingly.
• Conducted thorough candidate screenings, resulting in higher quality interviews and placements.
• Assisted hiring managers in creating accurate job descriptions that accurately reflected role requirements and attracted qualified applicants.
• Operated and maintained applicant tracking and candidate management systems.
• Fostered positive candidate experiences through transparent communication throughout the recruiting process.
• Developed strong relationships with hiring managers to better understand their needs and successfully fill vacancies in a timely manner.
• Provided exceptional support to candidates throughout the interview process, leading to positive feedback and increased offer acceptance rates.
• Trained junior recruiters on best practices for sourcing, interviewing, and candidate management.

• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Conducted reference checks, background screening and other pre-employment checks to verify information on applicant's resume.
• Coordinated schedules to arrange management interviews with applicants.
• Managed high-volume requisitions in a timely manner to meet client staffing needs efficiently.
• Created engaging job postings that accurately reflected position requirements while showcasing company culture.
• Studied job descriptions and qualifications to determine applicant requirements.
• Developed strong understanding of industries served, allowing for targeted recruiting efforts for specialized positions.
• Partnered with HR teams to determine workforce planning needs, aligning recruitment efforts with business objectives.
• Organized job fair events that attracted diverse talent pools, increasing the company''s reach within local communities.
• Negotiated competitive salary packages with candidates, resulting in successful offers and acceptances.
• Leveraged social media platforms for employer branding, attracting wider pool of applicants.
• Built strong relationships with hiring managers to understand departmental needs and identify ideal candidates.